Abstract
This study examines how job resources (i.e., job autonomy, supervisor support, and reward and recognition) and personal resources (i.e., self-efficacy and optimism) affect employee engagement with special reference to managerial employees apparel manufacturing industry in Sri Lanka. This explanatory study is positivistic and deductive, which adopted the survey strategy. The present study uses the mono method in data collection and analysis. A standard questionnaire was used to collect data, and analysis was done using SPSS. The hypothesized model of the study was tested using simple linear regression. Results revealed a positive impact of job resources and personal resources on employee engagement. This study contributes to the existing knowledge while providing many managerial implications.
Highlights
Work engagement, which refers to a positive, affective-motivational state of high energy combined with high levels of dedication and a strong focus on work (Schaufeli & Bakker, 2010), is alluring concepts among practitioners and academicians (Kassa & Ranju, 2015)
This study focuses on three main job resources, which are critical for employees attached to the apparel sector
This study focused on the impact of job resources and personal resources on employee engagement
Summary
Work engagement, which refers to a positive, affective-motivational state of high energy combined with high levels of dedication and a strong focus on work (Schaufeli & Bakker, 2010), is alluring concepts among practitioners and academicians (Kassa & Ranju, 2015). Work engagement becomes a more popular concept since it favorably affects employee, team, and organizational outcomes (Bakker & Albrecht, 2018). Work engagement helps organizations flourish or stand firm against the rapidly changing economic times (Sorenson, 2013). Maynard (2016) mentioned that an engaged employee is productive by two times than a disengaged employee, and that will ensure a better service for customers while leading the organization towards more profits. Even though work engagement has many positive consequences, there is an engagement crisis all over the world
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